Appraising employee performance, job satisfaction, organizational commitment of corporate academy

Recent Studies has shown that the giving importance to Human Resources has been raised. One of the most important issues that Organizational management gives importance is personal development. Lately, a new concept has begun to take place in literature with the names of Career Academy or Institutive University in Europe. The aim of this study is to reveal effect of Institutive Academies created for personal development on organizational commitment, job satisfaction, and employee performance. In this study, casuality relationship among employee performance, job satisfaction and organizational commitment are analysed with sub-dimensions and the effects of Institutive Academy on these changing cells are searched. Survey is used in this study. The survey is formed as four sections that consist of demographic questions and three different scales. The scales that are used on this study are job performance scale by Karakum (2005), job satisfaction scale by Hackman and Oldham (1980) that was translated into Turkish by Basim and Şeşen (2009), organizational commitment scale by Jaworski and Kohli (1993). The sample of the study is composed of private enterprises operating in electronic area mainly in Manisa and Istanbul provinces employees who are in career academies or not in the career academies. In addition, support was provided for the survey conducted by the enterprises operating in the defense industry in Ankara and operating in the logistics sector in the province of Izmir. A total of 300 questionnaires were distributed to the enterprises. Of the distributed questionnaires, 247 were answered. In our study, there are 9 demographic factors including gender, age, educational status, position, working time in the company, total working time, marital status, department worked and faculty graduated. Except for the faculty graduated, others were analyzed. The relationship between demographic variables and employee performance, job satisfaction and organizational commitment variables were examined. While analysis of gender and marital status were performed by T-test, analyses of other demographic factors were performed with Anova test. As a result of our research, there was no significant difference in the dimensions of organizational commitment, task performance and job satisfaction as a result of the T-test performed between employees in the company academies and those who do not participate. Only a significant difference was found in the contextual performance dimension. Due to the fact that there are certain boundaries because of the provinces where the research was conducted and because of the lack of companies with academies, it is seen that the academies have no effective effect on the employees. In another hypothesis of the study, the existence of the company academies or the executive academies was examined and the organizational commitment, contextual performance and satisfaction levels of the employees participating in the company academies were higher than the employees in the executive academies. Key words: Institutive Academy, Employee Performance, Job satisfaction, Organizational Commitment, Corporate Academy.